Kent Solicitors

Please see the following blogs written by our road traffic accident solicitor Chris Lodge

http://car-accident-advice.co.uk/2010/01/09/lack-of-salt-and-gritting/

http://car-accident-advice.co.uk/2010/01/10/piloting-the-new-process/

Labels: car accident legal advice, kent, Maidstone

The promised increase in the nil rate band in 2010-11 to 350,000 pounds has been withdrawn. It will remain at current levels 325,000 pounds

Labels: Increase Inheritance Tax Nil Rate Band Budget, kent, legal advice, solicitors estimate costs

Kaslers Solicitors LLP can provide legal advice on the following areas of law:

• 
  Business advice
  Business Sales and Purchases - assets or shares
  Commercial - factoring / franchising
  Civil Litigation
  Contract drafting / disputes
  Director, Shareholder and Partnership agreements / disputes
  Divorce, unmarried separation and family
  Employment, Discrimination and Harassment
  Insolvency, bankruptcy, voluntary arrangements, repossession
  Media, Entertainment and Intellectual Property Law
  Money generally - borrowing and lending , mortgages or unsecured
  Probate and Intestacy
  Property - Commercial and Residential
  Property disputes - boundaries, rights of way, squatters
  Road Traffic Accidents and Personal Injury
  Wills and Lasting Powers of Attorney

Labels: kent, legal advice Kings Hill, Maidstone

Follow any contractual or non-contractual procedure already published but if there is none…..

Appoint someone to carry out an investigation to establish the facts.

If you then decide to take disciplinary action, write to the employee concerned with detailed allegations and possible consequences

Attach copies of any written evidence

Ask him to attend a disciplinary hearing at a given time and location.

At the hearing

your representative (preferably someone other than the investigator) should explain the case and go through the evidence gathered

Allow the employee to answer all the allegations, ask questions and call witnesses.

Decide (preferably after due consideration, rather than instantly) whether any disciplinary action is necessary and write to the employee accordingly

If the issue is
o Performance or conduct, give a first written warning setting out a timetable and pattern of improvement for the employee to follow. Consider training. Write down the consequences of failure

o Extremely serious, give a final written warning.

o Gross misconduct, you might consider dismissal without notice

Indicate how long the decision will remain on the employee’s personnel file

Set out the right to appeal and how they should go about this

Hear the appeal (preferably using different, more senior managers)

Write to the employee confirming or overturning the decision or amending any penalty. Indicate how long the decision will remain on the employee’s personnel file

Labels: disciplinary, docklands, Employment, kent, misconduct, solicitor, Unfair dismissal